How to Win at Rapid Hiring in a Talent Shortage

January 25, 2022
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Rapid hiring is a popular employment strategy today, since companies want to hire top talent as fast as possible. This competitive atmosphere has added difficulty during a talent shortage like the one caused by the Great Resignation.

When your success depends on winning excellent new hires, it’s time to review your interview experience at each intake meeting, and continuously upgrade your hiring process. Intake meetings keep recruiters and hiring managers on the same page. When each team member is working towards the same goal, they can be more productive and better identify the right candidate for the job.

Once you’ve created a list of needs, you can identify the right candidates, and optimize your onboarding process to increase employee retention. When everyone is on the same page, you can include more team members into your recruitment process and utilize the network they provide.  

Know What You Need

Hiring managers are your greatest asset to stay ahead of your company’s needs. To fully understand the position you need to fill, and have an efficient interview experience, you will need to optimize your intake meetings. Intake meetings are meetings between a recruiter and a hiring manager to discuss the hiring process and keep both parties aligned to the same goal. Consistent and effective intake meetings allow the chance to discuss position requirements, candidate profiles, and job titles.

At this stage, it’s smart for hiring managers to create a hiring calendar. This will help identify when you need to hire multiple, or even hundreds of people at once. A hiring calendar can include which temp schedules are ending, busy seasons for your business, and other key points to help you stay on top of your hiring necessities.

Identify Your Ideal Candidate

When companies market a product or service, they often identify their ideal customer. Companies will identify the demographic of people they need to market towards and use that information for advertising. If a clothing line has products they want to advertise to Gen Z, they would most likely advertise on social media sites like TikTok and Instagram.

When you have an open position, you are essentially marketing the position to a potential candidate. Identifying your ideal candidate will provide crucial insight into what attributes you are looking for in an employee. Outlining your ideal candidate will even shed light on where you can advertise your job opening.

The ideal candidate for one company won’t always meet the same needs for your company. Start by working backward and define what a successful employee for your open position would like.

As you ponder your ideal candidate, you can ask yourself a few questions:

  • What employment and educational path would someone take to reach the role and be successful?
  • What skills are needed to succeed in this role?
  • What skills would help someone work well with your team?

Additional questions will emerge as you continue to work in tandem with your hiring managers. Where does this great candidate work now? Where would they see an advertisement for this job? Answers to these questions will help identify the best places to advertise your opening, maybe you will have more success on sites like LinkedIn, or on social media sites like Facebook. While your ideal candidate becomes more solidified, you may also be able to identify adjacent soft skills you could consider in a candidate.

See how to create "teams" in Qualifi to collaborate with hiring managers in real-time.

Collaborate Faster

Optimize Your Onboarding System

When you find the right candidate, it’s important to have a seamless onboarding process. This is one of the best ways to speed up your time-to-hire. In the first 90 days, employers can lose 17% of their new hires, due to ineffective onboarding.

A successful, effective onboarding program includes extensive training, feedback, check-ins, and hands-on support. These are all important to creating a relationship with the new hire and turning that individual into a long-term employee. UrbanBound statistics stated a standard onboarding program increases retention by 50%.

Another way to speed up your time-to-hire is automating where it makes sense.

An automated interview platform like Qualifi can help you speed up your interview process. Qualifi makes it easy to collect candidate information so that you can screen new employees quickly, and optimize your onboarding experience.

You can also make onboarding more personal by having check-ins with new employees. LinkedIn found that 96% of new employees had a positive onboarding experience when they had frequent  one-on-one meetings with their direct manager.

Your onboarding process may require extended education. It takes employees eight months to reach peak productivity, even though the average onboarding program lasts only three months. The most successful programs are up to one year long and include frequent check-ins and regular feedback. Companies with an extended onboarding experience accelerate new hire proficiency by 34%. While you may hire candidates quickly, it is important to not sacrifice the candidate experience in the process. Fostering a positive relationship with your new employees can help your retention efforts down the line.

Use and Expand Your Network

In the job market today, one way to fill the gaps in your hiring is finding new talent pools. This method is often underutilized, but it is a key asset during a talent shortage. In 2015, ManpowerGroup surveyed more than 41,700 hiring managers in 42 different countries. Surprisingly, only one in 10 companies tried to tap new talent pools. Finding new talent pools are often overlooked assets because they can be difficult to identify and break into, but they are quite fruitful.

For a quicker hiring process, also consider previous candidates who submitted applications but were not hired at that time. In some cases, these individuals can be a great fit for a different role. Using Qualifi, you can review previous candidates and reevaluate which ones may be a good match for your team. This saves your candidates time by avoiding another interview process, and helps you quickly find top talent.

As you work through your hiring plan, remember that help is available to speed you through the interview process. Qualifi provides your company with a fast and efficient audio-based interview process while saving your recruiters time.

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